Professional Documents
Culture Documents
BY:
PRAKASH PUNJ
EVOLUTION OF HUMAN RESOURCE
• INDUSTRIAL RELATION:
The momentum for the industrial revolution grew through the 17th century.
Agricultural methods were continually improving, creating surpluses that were used
for trade. These advances created a need for improved work methods, productivity
and quality that led to the beginning of the Industrial Revolution.
• TRADE UNIONS:
During the late 1700's and early 1800's governments began to feel
pressure from the working class masses who started to question and
defy the power of the aristocracy. The working class began to form
workplace combinations and trade organizations to provide a collective
voice for their rights.
• WELFARE MANAGEMENT:
To protect the employees against exploitation by their employers. This give rise to
welfarism as the key concept in the management of human resource.
CONTINUED
• Making a successful plan for your future is a continual process through which you
will cycle many times.
• Steps:
Self-Assessment: Identify your interests, skills, values, and personality style.
Implementing Goals: Take action through effective job search and/or education
strategies.
Decision Making: Connect your knowledge about yourself and the world of work
to formulate career goals.
Exploring Options: Learn about different career and education options.
EVOLVING ROLE OF HR
• Line Managers
• Partnerships Strategic Focus
• Transformational Strategic Partner Change Agent
• Proactive & Integrated
• Organic Systems People
• People & Knowledge
Administrative
• Investment Center Employee Champion
Expert
Operational Focus
MODELS OF HRM
• Job Performance
• Personal Observation
• Interview
• Questionnaire
• Critical Incidents
• Log Records
HUMAN RESOURCE PLANNING
METHODS OF SELECTION:
Tests:
1. Aptitude Tests: Interviews:
Mental or 1.Informal Interview
Intelligence test 2.Formal Interview
Mechanical test 3.Patterned or Structured
Psycho-motor test Interview
2. Achievement Tests: 4.Non-Directed or
Job Knowledge test Unstructured Interview
Work sample test 5.Depth Interview
3.Personality Tests: 6.Group Interview
Objective test 7.Stress Interview
Projective test 8.Panel or Board Interview
Situation test
4. Interest Tests
SELECTION PROCESS
TRAINING AND DEVELOPMENT
• Training
– Effort initiated by an organization to foster learning among
its members.
– Tends to be narrowly focused and oriented toward short-
term performance concerns.
• Development
– Effort that is oriented more toward broadening an
individual’s skills for the future responsibilities.
TRAINING MODEL
PERFORMANCE APPRAISAL
Setting
performance
Taking corrective standards Communicating
standards
standards
Discussing Measuring
results standards
Comparing
standards
COMPENSATION
• DEFINITION: The sum total of all forms of payments or rewards provided to employees
for performing tasks to achieve organizational objectives
• Nature and Scope:
The complex process includes decisions regarding variable pay and benefits
It suggests an exchange relationship between the employee and the organization
It involves design, development, implementation, communication and the evaluation of
reward strategy and process of the organization
• POLICY:
Pay for performance
Pay for seniority
Salary increases and promotions
Overtime and shift pay
Probationary pay
Paid and unpaid leaves
Paid holidays
OBJECTIVES AND PROCESS
OBJECTIVES:
1.To attract and retain
competitive high performing
employees Pay
Structure
2.To motivate the high Pay grades